企业在职培训能否提升就业稳定性——基于广东南海调查数据的实证分析  

An Analysis Based on the Data Nanhai, Guangdong to Reveal if Professional Training Could Increase the Employment Stability

作　　者：谌晓舟[1,2] 贾君[3] 

机构地区：[1]暨南大学管理学院 [2]广东金融学院 [3]厦门大学信息学院

出　　处：《学术研究》2016年第12期101-109,共9页Academic Research

基　　金：国家社科基金重点项目"我国人口变化;产业转型与农民工就业问题研究"(10AJY003)的阶段性成果

摘　　要：就业不稳定一直困扰着珠三角地区产业转型升级和社会转型。针对以往文献研究主要关注在职培训与就业稳定性之间的作用关系,本文加入晋升机制以及企业规模等约束变量作为分组依据,通过南海区企业员工在职培训与就业稳定性的关系实证分析发现,依靠能力业绩晋升这一信号刺激将激励员工进行人力资本投资,从而加强专用性技能培训对员工就业稳定性的正向作用。在企业发展不同阶段和规模水平,职业培训的效用存在显著差异。在职培训也形成一定筛选机制,将一部分能力强、技能好的员工筛选出来并不断进行人力资本投资,他们将成为企业的核心竞争力。The shortage of specific human capital and the rising of general human capital cost have become important restrictions which constraint the development of enterprises. Human capital investment played an important role in improving employees' skills and increasing the staffs' adaptation to specific positions. In this research, the mechanism of professional training and employment stability were studied. Meanwhile the relationship between them in the enterprise was analyzed. Through the empirical analysis, we found that the investment of special human capital played a positive role for the stability of employment, while general human capital investment has no significant effect on employment stability. Different promotion mechanism would affect the staff of distributive justice, job satisfaction and working enthusiasm. Different promotion mechanism would have different effects on the on-the-job training and the employment stability.

关 键 词：在职培训 就业稳定性 专用性人力资本投资 晋升机制 企业规模 

分 类 号：F241.4[经济管理—劳动经济]